Reference no: EM131431566

Below is the list that needs to be competed. No more than 3 to 4 pages double space. It has to be cohesive, do not just copy and paste the answers from the questions and from what other people wrote. Also, add an academic source that is not the same as others. I have also attached the HR interview questions which we asked the firm for this project.

The list of duties and responsibilities under which the HR manager's job needs to be done:

1. A brief description (a short paragraph the overall interview)

2. Job specification:

3. Make a list of Knowledge, Skills, Abilities, and other characteristics needed in order to perform the required job: (fill in here..)

4. The necessary functions: (fill in here)

5. Competencies: (fill in here)

6. Qualifications and special skills required: (fill in here)

7. Physical requirements: (fill in here)Role of the organization: Represent unique talent and bring to life exceptional projects

Mission Statement: Find the most unique actors and writers and provide opportunity to bring their ideas and dreams to life.

Interview Questions:

1. What does it take to make it big in HR? What skills and expertise do you need?

2. How HR can add more value to an organization?

3. How HR drives organizational performance?

4. What are your top 7 core competencies that your company embodies in maintaining high-performing HR professionalism towards work-force?

5. Can you tell us a difficult ER ( do you mean HR here?) issue that you have experienced recently and what was the outcome?

Questions for HR

1. What is the company culture like? We represent artists and try to give them the opportunity to fulfill their potential by sending them to castings and deliver their work to well established directors. We also produce unique movies that we believe should be given a great exposure. We believe in our employees and they are given a great amount of responsibility. They are involved in key decision making such as script coverage, what talents we represent and what project we work on.

2. How do you go about finding employees? What resources do you use? The most effective ways of finding employees was through employee referral. The most valued employees are usually the ones who believe in what we do and are fully committed into our mission statement.

3. Can you tell me more about your HR policies? We value every single that enters our workplace. Everyone is treated with respect and we expect respect in return. Every employee is encouraged practise his or her critical thinking on every aspect Entrainment Lab is working on.

4. What is something that the strategic HRM is struggling with in the Organization? I think we should provide even more caring for our employees; however, entertainment business is a tough business, therefore, sometimes when certain employee show that they are not capable of critical thinking or simply do not learn from their mistakes, we simply fire them. This has brought a certain tension into the workplace.

5. What is the company's overall business strategy? We try to collaborate only on projects that make sense. We try to eliminate all the work that only requires time but does not provide any benefits or results. This is an ongoing process.

Questions for HR

1. What kind of skills does the company look for while hiring a deserving candidate? Critical thinking and thinking outside the box. If we feel like you are here to simply earn an income, you will not be hired.

2. Is there any particular training program that all employees will have to go through? All of our employees have to go through their one-on-ones with the managers. Those meetings occur bi weekly and all the employees need to improve whatever it is that they have been lacking

3. What type of system does the company use to determine level of abilities of a candidate? We have a list of special characteristics that we look for in every candidate. Such characteristics include: growth mindset, ability to think critically, clear vision, clear goals, and where do they see the company in 10 years.

4. Is there a specific strategy to manage shortage/surplus? All our employees are close to managers so that if an employee decides to leave the company, he or she let the managers know in advance, therefore, we have always enough time to look for new candidates.

5. If the turnover rate was high, what can the company do to turn in their favor? Our turnover rate is very low. We only fired 10 people since the establishment of our compan. No one has been fired for the last 2 years. All the interns usually finish their term as well